Human Resources

The Under Achiever: Mentor or Terminate? Part 2

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This article originally appeared in the 2017 summer issue of OGR’s Independent magazine. This is part 2.

question-mark-1829459_1920As a business owner or manager, there are times when you’re faced with employee performance issues.  Last week we explored questions to consider when an employee is an under achiever. Today we’ll explore how to approach mentorship and termination after those questions have been thoroughly answered.  Read the rest of this entry »

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The Under Achiever: Mentor or Terminate? Part 1

Posted on

This article originally appeared in the 2017 summer issue of OGR’s Independent magazine. This is part 1 of a 2 part series.

As a business owner or manager, there are times when you’re faced with employee performance issues. These employees are usually not your worst employees or brightest stars. They did not commit fraud or anything that would pexels-photo-70292lead you to move to immediate termination. They just don’t seem to be the most comfortable fit. Owners and managers eventually reach a point where they feel they must make a difficult decision: Should they let an employee go and find a replacement or should they hope to help them improve their less-than-stellar performance through mentorship? Here are a few questions that you should ask yourself when determining whether to mentor or terminate an employee:  Read the rest of this entry »

Managing My Generation: A Millennial’s Perspective

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Blog Imagesby Randy Gagnon, OGR Member Brunswick Memorial Home

As of 2015, Millennials have surpassed Generation X as the largest workforce in today’s economy (Pew Research Center, 2015). Millennials will be assuming more and more positions in your firm and with the vendors you encounter daily; therefore, knowing how to successfully manage them is critical to the future of any business.  Do you know how to manage this generation to maximize their productivity?

While there are no exact years as to when this generation begins and ends, researchers typically believe them to be born in the early 1980s to early 2000s (Wikipedia).  This much is true: Millennials are the product of a different time, with different values, different motivations, and different desires than many of those who manage them. Millennials grew up in an electronics-filled, Internet-driven, and socially-networked environment.

Interestingly enough, Millennials have received the most marketing attention of any generation (Forbes, 2017). They have been taught to ‘follow their dreams’.  They were raised in structured environments but have had substantial contact with vast and diverse groups of people via the Internet.

Like many generations of workers, performance lies in management. Here are some best practices for maximizing the potential of your millennial employees from the perspective of a Millennial: Read the rest of this entry »

How ‘Google for Jobs’ May Help Funeral Service

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may help funeral serviceWhere do you, as a funeral home owner, go to find good help? With baby boomers approaching retirement age, you’ll soon have job openings available, but you may find it hard to convince potential job candidates to work for you. Funeral service isn’t exactly sexy and without the right knowledge of all the rewards your funeral home can offer them, exposure to hazardous chemicals and long hours, for example, may cause potential employees to overlook the opportunity to make a difference in families’ lives by creating memorable funeral service experiences for those in grief.  Read the rest of this entry »

Why Your Funeral Home Should Have an HR Strategy

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hr-strategies

Dealing with human resource problems are frustrating and challenging for all involved… including myself!  At the Foresight Companies, I am frequently asked to provide advice on dealing with employee issues in funeral businesses.  At some point in our conversation, I ask the funeral service professional, “What’s your HR Strategy?”  Most frequently they answer “Strategy?  What strategy?” Read the rest of this entry »

Staff Recognition: Engage Your Staff!

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4-5 Rodriguez Staff Recogn.

The challenges of working in a funeral home are quite different than in a traditional 9-5 environment. Funeral directors and staff must deal with death on a regular basis which can be tough. The hours are often long with late night and early morning calls from clients. Funeral staff often works on the weekends and evenings for visitations and ceremonies.  With such long hours, retaining quality staff long term can be a challenge. One solution is to create a staff recognition system, which can go a long way in keeping employees happy and committed to your funeral home.  Read the rest of this entry »